CONCLUSIONS AND RECOMMENDATIONS
6.6 Conclusion
The study revealed that mentoring and coaching has far reaching positive effects and that work-place performance can be improved through such intervention and consequently such benefits may accrue to managers engaged in the public sector. It was also shown that race and gender did not have an effect on mentoring and coaching, that overall performance improved in that the mentor/coach was appraised positively and that protégé development was enhanced.
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The long-term benefits and challenges were not assessed in this study. However, the study provided evidence that skills development may be facilitated through mentoring and coaching and thus the overall objective of improving service delivery in the public sector may be attained.
Several recommendations and suggestions to improve future studies were made. These included; informal mentoring, continuous evaluation and the development of a conceptual framework. It is also suggested that an assessment of mentor feedback should be undertaken as well as, researching a larger sample size in future studies. A further recommendation would be to conduct as evaluation of mentoring and coaching in other South African public sector entities. It is also recommended that an assessment of Human Resources records and education and skills certification of staff is made. This research also points to the need for a post-intervention study to ascertain the performance improvement following a mentoring/coaching intervention.
In conclusion this research paper has investigated the benefits of mentoring and coaching in the public sector. Conclusions have been reached and appropriate recommendations have been made and that should result in positive outcomes following the implementation of these recommendations in future such studies or interventions.
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Appendix 1